elevant, that is. Outdated policies and procedures to the bin and shred! So too, are myopic views, assumptions, controlling ideologies, and those stubbornly held misbeliefs.  As we explore and open our mind’s eye, we turn to the once deemed not-so-desirable practices. First, we readjusted our sight on entitlement and self-promotion, and now office gossip is in the spotlight as the workplace’s latest ally. Much maligned in days gone by, rising from the ashes, office gossip could be your organisation’s saviour. The fallout of flex  In 2016, Australian census data suggested just 5 per cent of employees worked from home. Now, 96 per cent of knowledge workers are either fully remote or hybrid working. It comes at a cost, though. The year ending February 2022, saw 9.5 per cent job mobility, the highest rate since 2012, with the share of mobility, highest for professionals, at 22 per cent. According to Gallup’s 2022 State of the Global Workplace Report, employee engagement is just 21 per cent worldwide. It also found stress amongst professionals has reached an all-time high, higher than in 2020. Gossip and flexible working Gossip is an informal way of sharing information. Whether we like it or not, for those ‘gossiping’, it builds trust, engagement, and relationships. No matter the level or elevation in our career, we have all played a part in office gossip. It’s human nature. Sharing smart information reduces stress and can even provide entertainment. That can’t be that bad for business! At its core, though, it is a platform for employees to feel listened to and heard.  It is also primal. According to evolution theory, humans developed gossip to facilitate group cooperation. It helps to warn of threats, spread information, and to control undesirable behaviour. Unsure of decisions, policies, press releases, new appointments, or anything that causes uncertainty, those conversations, seeking to understand and source information, provide job and psychological security. Never, in our post-pandemic world, has this been so missed.  Rebuilding social capital As we work more disjointed and disconnected, gossip has disappeared from our daily workplace interaction. Those clandestine watercooler moments, snatched snippets of communication to and from meetings, and shared taxi commutes all served a purpose. It’s instinctive and healthy, providing security, information, understanding and a sense of belonging.  Human Resource leaders cite communication and upholding company culture as becoming ‘very challenging’ with hybrid and remote work. The answer isn’t to mandate working back in the office because it’s good for business. It must be good for your employees. 84 per cent of employees would be motivated by socialising with co-workers and 85 per cent by rebuilding team bonds.  Additionally, employees report they would go to the office more frequently if their ‘work friends’ were there. Create opportunities for healthy office gossip. Connectivity and social engagement are all too important cultural pulls.  The alternative? Assumptions. Working at a distance, we miss out on the full human interaction. At best, we have facial expressions navigating our understanding, but not the necessary body language for full interpretation. Excluded are all those other daily interactions, serving to counterbalance whatever is floating in our mind, consciously or not.  At its worst, we may deal with the insidious side of office gossip. Using emails, texts etc., to convey frustration can easily escalate. Without the interjection of conversation to change direction, influence and balance, words and tone quickly spiral. Not too dissimilar to ‘keyboard warriors’ or Twitter trolls etc., we must be mindful of gorilla gossip.  Gossip as your ally During such constant workplace change, our employees need greater connection. For those leaders looking for a higher office representation, seek ways for your employees to connect, gossip or otherwise. Allow concerns to be discussed and, at the same time, provide up-to-date communication and avenues to access information.  Identify the key influencers and make your environment conducive to bringing up uncomfortable or confrontational issues. Encourage and reward those who ask the nagging questions at team meetings and even town hall events. The discussions have already occurred tenfold and will continue. Creating freedom of expression as a cultural norm and implementing it as a workplace strategy to understand your employees better, provides a strong company competitive advantage.